Reproduced the following information for your reference:
-Motivate employees
First
Work "*** with the retreat", exchange of information
Work itself is the best stimulant, rather than letting the staff speculate on the prospects of the company's development, as well as letting the staff to put their minds on the work. The work itself is the best stimulant. MileagePlus experts believe that the supervisor should work with the staff "*** with the retreat", to provide employees with more work in the need for information and content, such as the company's overall objectives, the department's future development plans, employees must focus on solving the problem, and to assist them to complete the work. Let them have a better understanding of the company's business strategy, so that they can effectively, clearly and positively complete their work tasks.
Second
"Listening" to employees, *** with the participation of decision-making
Listening and speaking as persuasive. Supervisors should listen to their employees and involve them in making decisions. When supervisors and employees establish a frank communication, two-way information *** enjoy the mechanism, this *** with the participation of decision-making derived from the motivational effect, will be more significant.
Third
Respect for employee suggestions, create a "communication" bridge
Successful supervisors only find ways to pull out the heart of the staff, in order to make the management of the department to achieve the target, in order to avoid subjective and arbitrary and lead to decision-making errors. Supervisors encourage employees to speak freely in many ways, such as open staff hotline, set up a suggestion box, group discussions, departmental dinners and other ways. However, MileagePlus experts believe that no matter which way a supervisor chooses, he or she must allow employees to use these open channels to raise their questions and suggestions, or to get an effective response in a timely manner.
Fourth
Being an "employee-friendly" supervisor
Supervisors, as the core of the team, must be "employee-friendly" and seek to stimulate the motivation of the employees in their departments. Each person's inner motivation to be inspired is different, so the way to reward outstanding performance should also be different from person to person.
Fifth
Interest as a teacher, to give employees more opportunities to work
Interest is the best teacher, employees have their own favorite work content, supervisors to allow employees to have more opportunities to carry out their favorite work content, but also to motivate employees in an effective way. New challenges in the work, will let employees inspire more potential. If the employee is interested in the work content, plus the challenge of the work content, the employee will be very fascinated to do it, and realize more potential.
Sixth
"Appreciation" is the best incentive
Praise can make employees more confident in themselves, more love for their work, and can encourage employees to improve the efficiency of their work. Praise to employees should also be timely and effective, when employees work performance is very good, the supervisor should immediately give praise, so that employees feel that they are appreciated and recognized by their supervisors. In addition to verbal appreciation, supervisors can also use written praise, one-on-one appreciation of employees, public praise and other forms of encouragement of employee morale.
Seventh
From small things, understand the needs of employees
Each employee will have different needs, the supervisor wants to motivate employees, we must y understand the needs of employees, and as far as possible to try to meet them to improve the motivation of employees. Meet the staff to start from small things, from the details of the place to do.
Eighth
Let the "performance" for the promotion of employees to speak
At present, according to the "seniority" promotion of employees in many companies, experts believe that by "seniority" promotion of employees does not work. On the contrary, when the director of the "performance talk", according to the performance of the promotion of high-performance employees, but more to achieve the purpose of encouraging employees to pursue excellence.
Ninth
The more you can do, the more you get, the more you pay your core staff
In this particular economic situation, material incentives are still the most important form of motivation. Salaries not only ensure the survival of employees, but also play a role in motivating them because of their ability to earn more. However, in the case of many companies to significantly reduce spending, the director of the practice of incentivizing employees with pay increases seems to be more cautious. According to experts, the economic crisis does not mean that there will be no pay raises, but that they will be more demanding and will depend on how much value they can bring to the company. For the company to create high profits, the development of profitable new projects for the core talent, through the incentive pay rise is essential.
How to improve staff responsibility and enthusiasm
Staff in the status of the enterprise, the significance of mobilizing the enthusiasm of the staff
1, the status of the staff in the enterprise
(1) the staff is the foundation of the enterprise
As people are the most active in the three elements of productive forces, the staff is the whole of the enterprise's human resources, and human capital is the most important capital, therefore, the human capital is the most important. capital, therefore, only the organic combination of human capital and the enterprise's material resources, the enterprise will effectively create wealth, will have economic and social benefits.
(2) Employees are the key to the success of the enterprise
Now our country has gradually entered the era of knowledge economy. In the era of knowledge economy, human resources, especially the outstanding talents are unprecedentedly placed in a most important position, more and more countries and enterprises believe that talents are the key to enterprise success, and spare no effort to improve and implement more effective talent policy. In the era of knowledge-based economy, enterprises are in urgent need of a large number of knowledge-based employees to meet the needs of the increasingly fierce competition in the market. Who has knowledge-based, complex staff, who will stand firm in the market competition, success.
(3) staff is the need for enterprise development
The quality and vitality of the staff has become the fundamental driving force of enterprise development. The development of enterprises need to have a well-trained, with a strong implementation of the support of the staff team, at the same time, in the process of enterprise development, to continue to develop, improve the quality of staff, mobilize the enthusiasm of employees, initiative. Only in this way, enterprises can develop and grow in the competition.
2, mobilize the enthusiasm of the staff has an important significance
(1) to play the enthusiasm and creativity of the staff to promote the continuous development of enterprises
Modern enterprises advocate the idea of human-centered management, put forward the management of the enterprise should be people-centered, respect for people, care for people, mobilize people's enthusiasm, relying on the development of the enterprise by the whole staff.
(2) mobilization of staff enthusiasm, initiative, in order to improve the implementation of staff, thereby improving the economic efficiency of enterprises
In the market economy, the enterprise's goal should always focus on the "customer" as the center of the article. That is to say, the enterprise should make its products or services provided by the customer satisfaction. Enterprise managers whether to comply with this management "way", will be the key to success or failure of the enterprise. Direct contact with the customer is the enterprise staff, and therefore the performance of the enterprise staff directly affects the degree of customer satisfaction, thus affecting the business situation.
(3) The success of the enterprise depends on combining the motivation and talent of the workers with the objectives of the enterprise.
Categorization of employees
In order to improve the motivation of employees, it is necessary to classify employees so that different measures can be taken for each type of employee. According to the nature of the work of the staff can be divided into:
1, grass-roots staff (including workshop production workers and grass-roots management);
2, middle management;
3, senior leadership.
Methods and measures to mobilize staff enthusiasm
The development of enterprises needs the support of employees. Managers should understand that the staff is not only a tool, its initiative, enthusiasm and creativity will have a huge role in the survival and development of enterprises. To obtain the support of the staff, it is necessary to motivate the staff, mobilize the enthusiasm of the staff is the main function of management incentives. The establishment of an effective incentive mechanism, is to improve employee motivation, initiative is an important way.
An effective incentive mechanism needs to be designed, implemented. Incentive mechanism design focuses on four aspects of the content: First, the design of the reward system; Second, the design of the job series; Third, the design of the staff training and development programs; Fourth, the design of other incentive methods, including employee participation, communication, etc.. Design a good set of incentives need to be implemented to test the effectiveness of incentives.
A set of effective incentives, including a variety of incentives and measures, summarized in these areas:
1, salary
Material needs is always the first need of mankind, is the basic motivation for people to engage in all social activities. Therefore, material incentives are still the main form of incentives. At present, the ability to provide a good salary (i.e., monetary compensation) is still a direct factor affecting the motivation of employees. However, a good salary may not always satisfy the employees. Often, when a company's compensation system fails to be internally fair and equitable and to match external market pay levels, employees are easily dissatisfied. These unfair feelings of employees can not be resolved in a timely manner, will directly affect the enthusiasm of the employees, negative slack, and even the phenomenon of brain drain, thus affecting the quality of the enterprise's products and services. Effective solution to internal unfairness, self unfairness and external unfairness, in order to improve employee satisfaction, stimulate employee motivation. How can these problems be solved? Usually, the relative value of the position, the salary level, and the individual performance should be taken into consideration when making salary decisions, and they should be used as the basis for the wage system. Through the effective combination of the above three elements, you can make employees know in advance to do a good job and poor on their own salary income specific impact, is conducive to the full mobilization of staff enthusiasm, and the direction of staff efforts in line with the direction of the company's development to promote the realization of the company's strategic objectives, so that the company's business objectives and personal goals linked to the realization of the business and personal **** with the development.
In addition, the employee stock ownership system can also be used as a pay incentive mechanism. In the United States in the U.S. 500, 90% of the enterprises to implement employee stock ownership. What exactly is the role of employee stock ownership? The first role is to incentivize employees to work hard to attract talent and improve the core competitiveness of the enterprise, and at the same time is the golden handcuffs, play a role in retaining people. There is no long-term benefit incentives, the traction of talent is a great influence. The second role can get the source of funds. Employee stock ownership is actually the purpose of all employees to bear the risk of making the enterprise bigger, because in this regard, employee stock ownership has a positive impact.
2, the system
Enterprise operation requires a variety of systems, the same, the staff incentives to develop a reasonable system, in order to effectively mobilize the enthusiasm and initiative of employees.
Reward and punishment system: recognition and reward is the most important basis for employee efforts or motivation. There is a close relationship between high performance and rewards, rewards can promote members to achieve high performance, high performance and then there are worth rewarding things, the two are mutually complementary, mutually beneficial relationship. Reward and punishment system not only to reward, but also to punish, punishment is also a kind of incentive, is a kind of negative incentives. Negative incentives such as elimination incentives, fines, demotion and dismissal.
Competition: Competition is to mobilize the enthusiasm of the staff of another major magic weapon. Real in the enterprise to realize the capable on, the weak under the situation. The final elimination system is a specific form of competition mechanism, at this stage of China's enterprise management level, the final elimination system has its feasibility, the establishment of a strict staff competition mechanism, the implementation of the final elimination system, can give the staff to the pressure, can produce a competitive atmosphere among the staff, is conducive to mobilize the enthusiasm of the staff, so that the company is more dynamic and vitality, and better promote the growth of the enterprise.
Job system: that is, the establishment of appropriate positions, so that the work position is challenging. "Challenging jobs" means that every employee can feel that his position does have a slight pressure. What makes a job challenging? There are two issues to pay special attention to: one is to seriously improve the job setup, and the other is to be the right person for the right job.
Goal motivation: is to determine the appropriate goals, induced by human motivation and behavior, to mobilize people's enthusiasm for the purpose. The goal as a kind of attraction, has the role of triggering, guidance and motivation. A person only constantly inspire the pursuit of high goals, but also to inspire their upward internal motivation. In addition to monetary goals, everyone has power goals or achievement goals. Managers should dig out such hidden or present goals in the heart of each person, and assist them to formulate detailed implementation steps, and then guide and help them in the subsequent work, so that they consciously strive to achieve their goals.
3, emotional incentives
Humanistic psychologist Maslow (Maslow), in his book "Motivation and Personality" puts forward five levels of different needs of people, these five aspects are: the basic needs of life - a sense of security - a sense of belonging - the status and -Sense of belonging -Status and respect -Self-actualization. Enterprises should strive to satisfy all the needs of the employees, such as providing stable and reliable employment, meeting the employees' life needs and sense of security. Sense of belonging means that employees can feel at home in the enterprise, and at this level the emotional and human factors are greater than the economic factors. Close interaction and cooperation between personnel, harmonious superior and subordinate relations, **** the same interests, etc. will help to enhance the sense of belonging to the staff, and the staff's sense of belonging is the basic conditions of corporate cohesion. Status and respect refers to the social nature of human beings, so that everyone requires social recognition and respect. In the current society, economic income and position is often a reflection of social status. Self-actualization refers to the fact that after the previous needs are basically satisfied, people will have the need to further develop and give full play to their potential, i.e. self-actualization. The level of human needs in these five areas is gradually deepened, only after the satisfaction of the previous level of needs, they will pursue a higher level of needs. In addition to the basic needs of life in these five areas, the other four are emotional needs, therefore, emotional incentives to mobilize the enthusiasm of employees, initiative is of great significance. There are many ways of emotional incentives, mainly these:
Respect incentives: the so-called respect incentives, that is, requiring managers to pay attention to the value and status of employees. If managers do not pay attention to the feelings of employees, do not respect employees, will greatly discourage the enthusiasm of employees, so that their work is only to obtain compensation, incentives from this greatly weakened. Respect is the catalyst to accelerate the explosion of employee confidence, respect for motivation is a basic form of incentive. Mutual respect between superior and subordinate is a powerful spiritual force, which contributes to the harmony between the employees of the enterprise, and contributes to the formation of team spirit and cohesion of the enterprise. Therefore, respect motivation is an important way to improve the motivation of employees.
Participation incentive: modern human resource management practice and research shows that modern employees have to participate in the management of the requirements and aspirations to create and provide all the opportunities for employees to participate in the management is an effective way to mobilize their enthusiasm. Through participation, the formation of workers on the enterprise's sense of belonging, sense of identity, can further satisfy the need for self-esteem and self-realization.
Work motivation: work itself has the power to motivate! In order to better play the staff work enthusiasm, need to consider how to make the work itself more meaningful and challenging, to give workers a sense of self-fulfillment. This requires managers to design the work of employees, so that the work content enrichment and expansion. What is job enrichment? Western scholars put forward five measures, that is to say, to let employees find five kinds of feeling: First, to let employees can feel that they are engaged in the work is very important, very meaningful; Secondly, to let employees can feel that the supervisor has been concerned about his attention to him; Thirdly, to let employees can feel that he is in the post can best utilize their own intelligence; Fourthly, to let employees can feel that they are doing each thing All have feedback; Fifth, so that employees can feel the results of the work of the whole.
Training and development opportunities to motivate: with the knowledge economy, the world is increasingly information, digital, network, knowledge update speed accelerating, so that the staff knowledge structure is unreasonable and knowledge aging phenomenon is increasingly prominent. Through training to enrich their knowledge, cultivate their ability, provide them with opportunities for further development, to meet the needs of their self-realization.
Honor and promotion of incentives: honor is a crowd or organization of individuals or groups of lofty evaluation, is to meet the needs of people's self-esteem, to stimulate people to strive for an important means. From the point of view of human motivation, everyone has the need for self-affirmation, glory, and strive for honor. For some outstanding performance, representative of the advanced staff, to give the necessary honorary awards, is a very good method of spiritual incentives. Honor incentive cost is low, but the effect is very good.
4, the establishment of an excellent corporate culture
Enterprises in the development process, should be consciously through the establishment of *** with the values, professional ethics, and strengthen human resources management, so as to unify the thinking of the enterprise staff, so that people work towards the same goal, to promote the advancement of enterprises. Create excellent corporate culture, is to make the enterprise to establish "people-oriented" ideas, respect for the value and status of employees; so that employees to establish the "master" sense of responsibility.
Implementation of the incentive process should pay attention to the problem
The establishment of a reasonable and effective incentive system, is one of the important issues of enterprise management. Domestic enterprises, although in recent years more and more attention to the management of incentives, and try to carry out the incentive mechanism reform, but also achieved certain results, but in the understanding of incentives there are still some misunderstandings.
1, incentive is reward
Incentive, in the full sense, should include stimulation and constraints on the meaning of 2 layers. Rewards and penalties are the two most basic incentives, is the unity of opposites. Many enterprises simply think that incentives are rewards, so in the design of incentive mechanisms, often only one-sided consideration of positive incentives, while ignoring or not consider the constraints and penalties. Although some of the constraints and penalties have been formulated, but for various reasons, they are not implemented resolutely and become a mere formality, and as a result, it is difficult to achieve the desired purpose.
2, the same incentives can be applied to anyone
Many companies in the implementation of incentives, and did not seriously analyze the needs of employees, "one size fits all" to all the same incentives, the results are counterproductive. In management practice, how to implement effective incentives for individuals in the enterprise, first of all, is based on the understanding of people. Through the analysis of different types of people, find their motivational factors, targeted incentives, incentives are most effective. Secondly, we must pay attention to the control of the cost of incentives, must analyze the incentive expenditure benefit ratio, the pursuit of the maximum benefit.
3, as long as the establishment of the incentive system can achieve the effect of incentives
Some companies have found that, after the establishment of the incentive system, employees are not only not incentivized, but the level of effort fell. What is the reason for this? In fact, a set of scientific and effective incentive mechanism is not isolated, should be a series of related systems with the enterprise in order to play a role. Among them, the evaluation system is the foundation of incentives. With an accurate assessment in order to target incentives, we must oppose egalitarianism, "one size fits all", otherwise, incentives will have a negative effect.
4, the fairness of incentives
Research has shown that the fairness of the incentives is also a strong motivating factor for employees.